Position Openings

(1) The Human Resources Manager (HRM), which may be supervised by or be concurrently held by the Head of Administration, oversees corporate employment matters, such as wage payment, labor relations, human resources bookkeeping, and talent acquisition. 

(2) All major human resources plans, non-volunteer job postings, paid employee hiring decisions, and termination of paid employees must be unanimously approved by the Board of Directors, while the HRM may decide to implement small-scale human resources plans, post volunteer positions, and hire or terminate volunteers.

(3) All positions at Mass Island may be held on either a volunteer or a paid basis per position, which prospective employees or employees may negotiate with the HRM, and the HRM may recommend to the Board of Directors. The Board must unanimously agree to pay a prospective employee or employee.

(4) Generally, a paid employee must dedicate a weekly commitment of no less than 8 hours. Limited case-by-case exceptions may be made upon the recommendation of the HRM and the unanimous approval of the Board of Directors.

(5) For paid positions offering a payment range, prospective employees or employees may negotiate a narrower wage range or a specific wage with the HRM, and the HRM may recommend to the Board of Directors a narrower wage range or a specific wage, which both are subject to the unanimous approval of the Board.

(6) The Board of Directors must unanimously designate an employee to or remove an employee from all positions at or above Head, while each Executive or Head may designate or remove employees within his or her own team.

(7) The HRM may preliminarily check job candidates' qualifications, conduct background checks, and then forward qualified candidates' information and materials to their corresponding Head or Executive, who may then conduct interviews and return opinions to the HRM.

(8) The HRM and the General Counsel may resolve employment disputes, which may be appealed once to the Board of Directors.

(1) Currently, the Corporation-wide minimum hourly wage (MHW) is $16.00. MHW is reviewed by the Board of Directors annually or immediately after a new state minimum wage law becomes effective.

(2) Currently there are 6 Pay Grades. Determinations and re-determinations of Pay Grade are based on a prospective employee's or an employee's work experiences, professional skills, job performance, seniority, and other reasonably relevant, non-discriminative factors. Pay Grade is automatically re-determined at the time of a person's hiring, designation to a new position, promotion, or demotion. A requesting employee, the HRM, or the requesting employee's Head of team may propose Pay Grade determinations and re-determinations to the Board of Directors, and such proposal becomes effective if unanimously approved by the Board.

(3) Part-time paid employees, full-time paid employees, temporary paid employees, permanent paid employees, and paid interns are treated equally in Pay Grade determinations and re-determinations.

(4) The Pay Grade system is listed below, which applies to all paid employees and interns but not contractors:

Pay Grade ****** Titles ****** Multiples of MHW

I ****** Directors / Officers ****** ≥ 272% ($43.50)

II ****** Deputy Officers / Head of Teams / Senior Staff A ****** ≥ 219% ($35.00)

III ****** Deputy Head of Teams / Managers / Staff A (II) / Senior Staff B ****** ≥ 175% ($28.00)

IV ****** Assistant Managers / Coordinators / Staff A (I) / Staff B (II) / Senior Staff C ****** ≥ 141% ($22.50)

V ****** Deputy Coordinators / Staff B (I) / Staff C (II) ****** ≥ 115% ($18.50)

VI ****** Staff C (I) ****** ≥ 100% ($16.00)

An employee holding multiple paid titles is only paid the wage of the title with highest Pay Grade.

Staff Category A include jobs requiring a master's or doctoral degree or substantial post-baccalaureate trainings and practice, which involve performing highly skilled, managerial, critical, or strategic duties—sometimes a license or certificate is required. Examples are attorneys, actuaries, psychiatrist, research scientists, and jobs alike.

Staff Category B include jobs requiring a bachelor's degree, positions requiring occupational licenses, and skilled positions that are inherently hazardous or physically strenuous. Examples are software engineers, market analysts, K-12 teachers, contract managers, CDL drivers, electricians, and jobs alike.

Staff Category C include all other jobs. Examples are administrative assistants, paralegals, ushers, securities, and jobs alike.

Some positions, depending on how advanced and senior they are, may fall under either Staff category A, B, or C. Examples are music composers, graphic designers, social media operators, research assistants, and jobs alike.

Staff Level I requires 0 - 4 years of full-time relevant experiences after the required education; Staff Level II requires 4 - 8 years; and Senior Staff requires over 8 years. Part-time experiences are deemed 50% of the duration of full-time experiences. For prospective employees, each additional year of full-time relevant experiences after 8 years increases the Pay Grade's default Multiple of MHW by 2%. Exceptional achievements, degrees, or skills may substitute some or all experience requirements.

Pay Grade I workers typically manage the Corporation, supervise corporate activities, and establish and implement corporate policies, strategic objectives, and plans. Current titles are Executive Director, Director, President, Treasurer, Clerk, and General Counsel.

Pay Grade II workers are typically heads of an essential corporate Teams, deputy corporate officers, or senior Staff As (often highly skilled worker-in-chiefs). Currently there are 4 Teams: (i) the Creativity Team in charge of developing music and multimedia works, managing the orchestra, and organizing musical events, (ii) the Administration Team in charge of day-to-day internal, clerical, informational, communicative, logistic, bookkeeping, and supportive matters, (iii) the Business Development Team in charge of market analysis, brand management, product and service development and sales, and fundraising, and (iv) the Community Engagement Team in charge of developing and managing partnerships and contracts, developing and organizing community projects, and social media operations. We currently do not have deputy corporate officers. Server Committee is also deemed a Team for hierarchy and Pay Grade purposes.

Pay Grade III workers are typically Deputy Heads of a Team overseeing the operations of a major corporate functional unit, projects, service, or product line, Managers overseeing the operations of a corporate functional unit, project, service, or product line, experienced Staff As, or senior Staff Bs (often skilled worker-in-chiefs). Social Media Manager, Human Resources Manager, and Orchestra Manager are examples under this Pay Grade.

Pay Grade IV workers are typically Assistant Managers supporting the operations of a major corporate functional unit, projects, service, or product line, Coordinators who are the primary points of internal and external communications for a corporate functionality, project, service, or product line, entry-level Staff As, experienced Staff Bs, or senior Staff Cs (often unskilled worker-in-chiefs).

Pay Grade V workers are typically Deputy Coordinators assisting Coordinators of a corporate functionality, project, service, or product line, entry-level Staff Bs, or experienced Staff Cs.

Pay Grade VI workers are mostly entry-level Staff Cs.

(5) Absent re-determination of Pay Grade, all paid employees' wages increase by 2% annually.